1st response... Get help from a headhunter...\nShould you rely on agency to source and supply your most critical asset?\n
Well... Do agencies have you best interest?\nI never saw this resume from the agency. \n\nThey will supply candidates to the higher paying client (more commission) or somewhere they have confidence with placement.\n
Let&#x2019;s talk about how to get started...\n
Who would you trust? Use your real name. \n\nDon&#x2019;t publish emails or phones. \n\n*Note of caution: the internet never forgets. \n
Post - I am hiring for... Pls refer?\nOr ask a question on something you need researching...\n
Comment: I like your blog most. Or click &#x201C;like&#x201D; on FB.\nIf you tweet, retweet something you like and to share with others\n\nLet&#x2019;s look at examples next.\n
You need to be authentic. It&#x2019;s about trust, community.\nThis is your brand of who you are (as HR) and who you represent. \nKeep your status up to date... \nLinkedIn profile - no names, limited professional data - might as well not have one\n\nAlso, as I interview candidates these days... They tell me that they have researched me...\n
These are the social media I use - I use each one for different purposes, reach a different audience.\n1st three (LinkedIn, Facebook and Twitter) are fairly easy. Status updates, announcements\n\nThe blog requires some level of thought and insight. I write one blog a month. Slideshare - occasionally, when I present publicly. Keep those files for public consumption.\n\nIf you are still not ready... Spy (do a search of a colleague or a candidate).\n
The whole point of a social network is to connect with others - leverage others\nYour network is only as strong as your strongest links. Are you go further out, the weaker the link... Potentially weakest part of your community - but, none the less an important part. Maybe your friends may not be interested in a job... But one of their friends, may be available.\n\nSo, enlist your team to help with recruitment and getting the word out through social media.\n\nIt is no longer just HR&#x2019;s job (it would&#x2019;ve been... If you paid the job posting fee to job boards, or only HR has access to the HR resume database). With social networks, HR is no longer at the center... Connections can come from anywhere...\n
Innovation in Talent Attraction
Innovation in Talent Attraction Social Media for Recruiting illiam Chin W ector Stafﬁ ng Dir Qualc omm, APAC@ZoneCreative - iStockphoto.com Inspired by @jesseedee
What we do can quite literallymake or break a company. If wecan’t attract and retain the beststaff, then our company will loseground rapidly... “A Guide to Recruitment 3.0” by Matthew Jeffery (EMEA talent acquisition & global talent brand of Autodesk) and Amy McKee, (Global Director of Talent Acquisition of Autodesk) http://lnkd.in/QyPv28 18
A RECAP 1 Social media is here to stay (not a fad) 2 People using it to connect friends (and to search for jobs) 3 Get online, connect, share 4 HR leading to attract and recruit the best talent 19@ZoneCreative - iStockphoto.com
Connecting with me http://www.asiahrblog.com http://www.slideshare.net/williamchin http://www.linkedin.com/in/williamchin https://twitter.com/#!/@williamchin Presented at 4th Annual Talent Management Asia SummitInformation contained within is the opinion21 the author and not that of my employer. of
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